You’ve kept your cool, stayed focused, and given considered answers to some tricky questions. After all that good work, you don’t want to waste the opportunity to ask some questions of your own. This is your chance to prove you’re the right fit for the position. And decide if the position is the right fit for you.

You want to be prepared when you hear the words: Do you have any questions for me?

How to prepare

It may not come as a surprise, but at this point in the interview process, showing genuine enthusiasm for the opportunity is crucial, and having a list of questions supports this. Essentially, you have two goals:

1. To find out if this is the right opportunity for you and
2. To prove you’re the right person for the job

A good starting point is to ask the interviewer if they have any concerns about your suitability for the role. You can also check that you’ve answered all their questions. This will give you a chance to smooth over any cracks, show more of what you have to offer, and cover any points that have been missed.

But before we dive deeper, there are a few things to note.

Firstly, ensure you phrase your questions so they are personal to you. So, “What will my three, six and 12-month KPIs look like?” Or, “What will my future line manager expect from me in the first six to 12 months?” This will allow the hiring manager to start visualising you in the role.

You also want to build on what has been discussed so far. That could mean finding out more about a project that was mentioned. Or to discuss something you haven’t had the chance to discuss in detail. Again, this will create a more conversational tone and avoid too much formality.

Here are some questions you should consider.

Discover more about the role you’re applying for

When asking role-specific questions, make sure to do your research first. Don’t ask anything covered in the job description or person specification.

• What do you expect me to achieve in my first three months in this role?
• How will my performance be evaluated? Is there a formal review process? How frequently does it take place?
• What metrics do you use to evaluate employee performance?
• Can you give more detail about the main projects I’d be working on?

What’s the company culture like?

When asking a hiring manager about company culture, they’ll want to paint the organisation in the best possible light. So it’s doubtful they will mention anything unsavoury or unwelcoming. Instead, ask questions that prompt examples of company culture in practice.

• How do you manage your onboarding process?
• Is there anything about the company that recruits often aren’t expecting?
• What sets your company culture apart from other workplaces?
• What makes people stay?

How is the company doing?

You want to ask questions that provoke insightful answers. So avoid questions that you could have answered with a quick Google search.

• What are some of the company’s goals? How does the tax function work to support hitting these objectives?
• What does the company’s future look like right now? What do you feel most enthusiastic about?
• How has the company evolved over the years? What change is still needed?
• How will the company grow and develop in the coming years?

What can you find out about the team?

You want to know where you will fit within the team. Find out what your new colleagues expect of you and if you can meet them in advance. 

• What skills gaps do you have within the tax function that need to be filled by this new role?
• How will my responsibilities evolve over the first six months?
• What are the biggest challenges I can expect working in this team?
• What can you tell me about the team I will work with?

What’s the career growth potential?

Professional development is an integral part of any role. You want to know that there is a potential career path ahead of you and that the company will encourage your progression.

• What learning and development opportunities will I be offered?
• What would a typical career path from this role look like?
• How do you manage promotions with the organisation?
• What routes have employees from the tax function taken within the company?

And finally…

• Is there anything else you need from me or need me to clarify?
• What are the next steps in the hiring process?

What questions should you avoid?

You don’t need to discuss some topics in an interview. The most obvious is salary. Unless the interviewer brings it up, talking about money may send the wrong message. Plus, asking too early in the process makes you less likely to negotiate down the line successfully. You can raise it once they have shown interest in hiring you.

Equally, if you are asked about your salary expectations in the interview, keep your response high level. Make it clear that while remuneration is a crucial consideration, other factors around the role are just as important. Avoid giving a specific figure. Ideally, you want the company to show their hand first. If not, you’ll never know if you’ve sold yourself short.

Summary

Asking questions is an opportunity not to waste. It lets you put the final pieces into the puzzle and determine if this role suits you. Choose your questions in advance and ensure they relate to your interests and the discussed position. Ask the most important questions first, and be conscious of time. There will always be the chance to ask more questions once you’ve been offered the job.